Put your energy into cramming the stereotype down the world's throat by being a different type of HR pro. Be better than you were last month. Initiate a value-added project that someone in your organization didn't expect. Rinse, repeat. Think different.

"Here’s another situation: Someone on your team goes to HR to talk about the way they are being treated by you, their manager.Do you trust HR to listen without taking sides, and to work with you and the associate to fix the problem?

One more situation:

You have a job opening for a highly specialized role on your team that needs to be hired ASAP. Standard protocol is to start with a phone screen with an HR assistant, then meet with a recruiter in HR, then if they are deemed worthy, they get to meet with you.

Do you trust HR to move with the speed you need to get the job done in the time you need it to be done?

Comments

I think that HR pros -- just like any other professionals -- need to learn how to promote themselves (tastefully, of course).

I actually wrote a post recently called How to Toot Your Own Horn Without Sounding Like a Jerk.

In today’s business climate especially, the reality is this: unless you make your accomplishments known on a regular basis, you may find yourself with a pink slip because your managers don’t realize the value you bring to your organization.

We can't afford to assume that people are paying attention to our efforts. Most likely they're a lot more focused on justifying their own existence, than watching our accomplishments.

Wow, a company is moving an HR Exec into the top leadership role, that's amazing (and rare).

I totally agree with the idea of HR vs. the reputation of the person running HR. My current employer brought me in to establish an HR department in the company. Most of the Execs had never dealt with or had access to HR before so didn't know what kind of value HR could add until I came along.

Now that it's time to start adding additional HR pros to my team, the Executive wants me to hire someone "exactly like me". I've tried to explain that it's best for me to find HR pros with different experiences and backgrounds than me, so I can show them what other value HR can add. HR is currently what I believe it should be, but others can improve on what I have built as always happens when more than one perspective is involved. They're still not buying that idea, but we'll get there. :-)